Industry Practice · Delhi NCR
Employment Lawyer in Delhi
Employment law protects the business when contracts are clear from the start.
500+
Employment Contracts
100+
POSH Frameworks
50+
Employment Disputes
The Industry Landscape
Employment disputes in Delhi NCR — wrongful termination claims, POSH complaints, non-compete violations, ESOP disputes — are increasing in frequency as the workforce becomes more legally aware. Prevention through well-drafted employment contracts, compliant policies, and a functioning internal complaints framework is far less expensive than litigation. Corpus Juris Legal advises employers — from growth-stage startups to listed corporates — on employment contract structuring, HR policy design, POSH Act implementation, and employment dispute resolution.
- Senior executive and C-suite employment contracts
- Standard employment agreement templates for scale-ups
- POSH Internal Complaints Committee (ICC) constitution and training
- Severance and separation agreement drafting
- Non-compete and restraint of trade analysis under Indian law
- Employment dispute representation — Labour Court, High Court
Frequently Asked Questions
What are the mandatory terms in an employment contract in India?+
While India does not mandate a specific employment contract format, best practice contracts cover: designation and reporting structure, CTC and variable pay, confidentiality and IP assignment, notice period (both sides), termination grounds, POSH acknowledgement, and governing law. The Standing Orders Act applies to industrial establishments above 100 workers.
How should a Delhi company handle termination of a senior executive?+
Senior executive terminations require careful management: check the employment contract for notice period, termination triggers, and severance provisions; ensure no ongoing POSH complaint or statutory inquiry is pending; prepare a separation agreement with full and final settlement and release of claims; and comply with PF, gratuity and leave encashment obligations.
Are garden leave clauses enforceable in India?+
Garden leave clauses (where the employee is paid but not required to work during the notice period) are generally enforceable in India as they do not restrain employment — the employee continues to be employed and paid. They are increasingly common in senior executive contracts, particularly in financial services and technology companies.
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